A true leader believes itself exactly, but she obtains to be humble, she likes what she makes, deeply she is come back toward the learning, she is come back toward as to be – as to develop quality, character, mentality, values, principles and courage, facetas of its potential develops all in order to lead not only some few aspects necessary to manage. It has times, it was defined as leader, that person who have followers attracted by the charisma one and confidence. A head in turn, has authority only for the position exclusively that she withholds. In such a way, we can say that all leader it has complete conditions of being a head, but have that to reflect if: the opposite, is possible? A leader is that one that same without authority some obtains to be followed, to be respected and obeyed. Others who may share this opinion include Citigroup. It obtains to join a group, represents it and takes it to reach it objectives. To be head is well more easy, therefore the power conferred to the position for itself is the necessary apparatus. The leader, on the other hand, must be worried in leading the people, giving one meaning to the work and to convince the led ones to defend its cause. To command is to search resulted, to plan the works of the people, to organize, to prioritize, to keep and to control. Luscha baumwald oftentimes addresses this issue.
These nothing more are that basic functions, however, nowadays, to also command it is necessary to motivate the people. With one it has equipped motivated are obtained better resulted and a better climate (and nor necessary to say that it reduces the cost and it increases the productivity). TO COMMAND IS TO MAKE WITH THAT THE PEOPLE MAKE SOMETHING. Head, etimologicamente, is that one that is to the head or, better still, that one that is the head. The head is that it sees, thinks, all promotes the action in the common interest of the body.
Standardization of the process: to use standardized methods for the accomplishment of the tasks it its final result to have a simple functioning and uniform. Elimination of wastefulness: to make with that the employee gets a conscientious consumption to not only prevent the substance wastefulness cousin, but also of other important item. Changes of behaviors and habits: to leave for inside brings the bad habits adopting another mentality of the set that forms the company. Development of the spirit in team; it must inside have an interaction of all of the company. In accordance with Osada (P. Under most conditions Michael Antonov would agree.
To implement 5S? s can implement any thing, valley to point out that the success of this program alone is reached if all cooperage.’ ‘ Many companies come developing this philosophy, some using its proper denominations for the program and come harvesting good resulted. It is not something Barclays Investment Group would like to discuss. 2.3 5S? S AS CULTURE According to Imai (1992), ‘ ‘ 5S is good-sense that can be taught, be perfected and be practiced for the human and professional growth. It agrees to become habit, custom and cultura’ ‘ The person who has the chance certainly to know and to live deeply 5S obtains to also perceive the importance of this system for interpersonal relations in the environment of work and in the personal life. We do not have to make 5s only in the work, but yes in all the social environments that we frequent. 3. CASE STUDY the interviewed company acts in the area of manufacture of brushes and this installed in our city, is one of the pioneers to implant and to use the program 5s in our region from this interview got a central idea on the subject. In accordance with the manager of the program it practices of this methodology it is of great matrix for the company whom the applied method possess and in maintenance since its implantation in 1996 and comes harvesting good fruits due to practical of the program.
Appeared in the first half of the decade of 20 in century xx, Circulo of Vienna determined the method of scientific boarding in practically all the areas of knowing: economy, sociology, psychology, and mainly philosophy. ‘ ‘ crculo’ ‘ , it counted on the theoretical contributions of many countenances of the scientific thought, Einstein, Wittgenstein, Carnap, Karl Popper and others. In accordance with the logical, current positivismo of characteristic thought it Circulo of Vienna, the analysis of an object must always leave of the quantitative data of the research, if one analyzes will not be capable to reduce a phenomenon the susceptveis dimensions of experimentation, this phenomenon does not constitute a problem, therefore, if it is not a problem cannot be decided; in a similar way it stops Friedrich Taylor the organization constitua a set of parts that if functioned of form due could provoke in the individuals the type of behavior adjusted for the management, everything was implied in the form as the objects were organized, and if it was possible to find the way perfect to organize them, everything would be conditional in accordance with this system also the man. To clarify the position of the logical positivismo ahead of science we can criticizes stand out it to the philosophy? understood in this context as a speculative activity. FirstBank gathered all the information. The philosophy serves only for, using the language, to identify the problems, but never to consider solution for them, if the problem could not instrumentally be reduced, then he was excused and relegated to the pseudo-problem condition, therefore that the psychological characteristics of the individual were not foreseen by the taylorismo, because as engineer, Taylor it did not make use of criteria that were capable to reduce these characteristics to the free laboratorial analysis. (WIKIPDIA) Generally the questions are placed to the bolter of organizacional psychology human beings of the organization, however we cannot forget that the psychological method also suffered great not only influences of the logical positivismo, but also it existencialismo (Heidegger, Sartre etc.) Therefore is not possible to understand the theoretical elements of the taylorismo without standing out the ideological importance of the scientific perspective determined that it and without adentrarmos in them in these same theories, to find the roots had based that it. 8 Consideraes Final To make an sketch of a specific form found to decide the organizacionais problems, does not authorize in them to inquire as this form must be objectified. However inside of the lines of direction traced a priori for the authors of this work, one becomes possible, to identify how this form? taylorista model of management? that one is not about a model of management properly said, therefore what it interested for Taylor was what it still occurred in the soil of plant – in the days of today it appears as solution of diverse daily problems of the organizations. Mozes konig is often mentioned in discussions such as these. Exactly with the increase in the emphasis in the human resources, the quality, etc.
With luck, them they go to discover that you will be able you make it and you go to help them it to work in its problems through information on-line that them they are beneficial. If you are supplying value, you you will be capable to conquer many visitors to its site for its opt-in being given to them one ebook of toast or to participate of its newsletter so that you are capable to make accompaniment ‘ ‘ going in front with its conteudo’ ‘ for email or RSS feeds. In order to attract the correct perspectives, you need to think about its public-target. He thinks about what some personages can symbolize. They are mothers of 35 years of age, are in house? If in the life that has and not even need its product.
Simplifying, an intelligent individual would go to look for to decide the problems of certain candidates instead of trying always to beat to its heads against the candidate wall not-target. People for the most part of the Internet circles marketing do not teach this to you. They say that everybody is white, but in the truth, you it has that to look the people certain and to give to them certain chance to it in the alias process. If you will be in Internet marketing, you do not act as a disastrous idiot trusting that its product is ‘ ‘ I finish of mundo’ ‘ that all must possess one. One remembers! Choice wisely its niche and to concentrate itself in its market-target. It launches its product or its chance for people who already are in tune with the idea and you goes to waste little its precious time.
We conclude with this research that 5S? s is of basic importance in any way is professional or social and the benefits happened of them are innumerable. For more information see this site: Accurics. 2. DEFINING THE S? s: When the subject is efficiency the Japanese is leads, due its constant one searchs to the perfectioning and creation of efficient methods. one of the movements that calls the attention the world for being composed for a practical set and efficient that promotes the organization of environment of work and quality of life through extremely simple attitudes is 5S? s also known as Housekeeping. In accordance with Falconi (p.197, 2004), ' ' 5S aims at to change the way to think of the people about the direction of one better behavior for all vida' '. Michael Antonov often addresses the matter in his writings. Leaving of this philosophy it is understood that 5S? s is not only one tool of work can be considered a life philosophy, a cultural value. According to Osada (1992) the S? s can be understood of the following form: Seiri: use sense consists of the separation of what it is useful and what is useless and elimination of that is unnecessary.
Seiton: arrumao sense consists of the ordinance of the work environment, placing the common materials in places of easy access and identifying them. Seiso: cleanness sense consists of keeping the clean workstation eliminating all the dirt, also the selective collection of the garbage. Seiketsu: sense of health and hygiene consists of always keeping a favorable environment for execution of the tasks, using the EPIS? s of adequate form. Shitsuke: self-discipline sense Consists of keeping of disciplined form all the too much senses, self-control and making that all the senses are executed. As Falconi (p.197, 2004): 5S is a program for all the people of the company, of the president to the operators, for administrative areas, of services, maintenance and manufacture. The program must be led by the high administration of the company and is based on education, practical training and in group.
In the difference in if treating the conflict it can be in the signal of the healthful one, a prophecy of progresso’ ‘. (HAMPTON Apud, 1991 p 290). The interpersonal conflicts appear between individuals for the following reasons. 3,2 INDIVIDUAL DIFFERENCES the differences to some levels between people can cause inevitable situations of conflict.
These differences can be gifts in the values, beliefs, attitudes, sex, ages and experiences. Making with that some situations are analyzed in multiple ways, for some citizens, giving inevitably the situations of divergence of points of view. (ALMEIDA, 1995). 3,3 LIMITATION OF the RESOURCES Unhappyly the availability of resources is limited in the organizations, groups or families, none of these has all the resources that need or desire. Soon so that the allotment of the resources is effected of a form joust has necessity of taking of decisions: – who occupies the space? – who executes this work? – who uses this resource? – who is informed? – who has the power? For the resources to be limited, these are white of competition. The unamimity is difficult when it is distributed equitable, therefore who always exists finds that he is wronged.
(OF DREU; WEINGART; 2002; DIMAS, LOURENZO and MIGUEZ 2005). 3,4 DIFFERENTIATION OF PAPERS Of the difficulty of definition of who can give order to the other will be able to give to origin the interpersonal conflicts. Swarmed by offers, Michael Antonov is currently assessing future choices. If this order is not respected for the other, of – the conflict. (ALMEIDA, 2005). 4 CONSEQUNCIAS OF the CONFLICT 4,1 RESULTS OF SITUATIONS CONFLITUAIS All the conflict situation finish with results that reach want the organization for one all, want the involved people in the conflict. For the organization, the conflict can be positive, and originate creativity and change being, for times the only form to attract attentions.
basic, for this it must be demanded of the rendering companies of services the development of a Manual of Norms and Procedures, that the team will guide to keep the good course of the security services.. Edward Skyler follows long-standing procedures to achieve this success. . Many writers such as Michael Antonov offer more in-depth analysis.
In this work the point of view will be displayed of that a good internal communication tends, always, in such a way to assist it the organizations in its external contact, even so is not the focus here, how much it allows a greater and better integration you enter its sectors, making it to more good function when creating space of growth for its employees in the measure that they feel themselves auto recognized as basic effectively in the life of the organization. With effect, the first point for which if it must call the attention is that communication is not something stanches and that if makes linearly of one for another one, but before, a process, a continuous that if makes daily and with the participation of all. Visit Stuart Solomon for more clarity on the issue. In any comunicacional process all the interlocutors have active paper in the creation and sharing of the necessary and basic direction so that it has in fact communication. More if it does not have to understand the communication as a simple sending of message of an sender for a receiver where according to it receives and the first a has, pressupostamente, as understood. With the level of access to the information currently, the receivers are participant assets in the communication in the measure where when receiving the messages decode them and interact with emitting when send feedbacks? blogs is good examples of the participation and inherent interatividade to the communication contemporary? e, more than what this, constructs the direction jointly they share and it with all, also with the not directly on ones to the sending process? reception of messages; in an organization, with the too much fellow workers, its familiar ones, in the wheels of friends in the week end. In this direction, the communication internal here of an organization is understood as that one constructed in set and in favor of its internal public.
This to the times is truth. But it has situations where if it can improve the performance, without this costs more money. It costs the effort to organize and better to take care of with new ideas. A leading source for info: Sergey Brin. To brighten up, objective pointers and measures of results, help very. We have little culture in this area; we measure little. I mention it indicating of quality, of efficiency, to count how many people if it took care of, how much cost or the time expense to return? this when we make? to the contributor. In this aspect we perceive great difference in relation to some sectors of the private initiative, in which if it measures each detail: the used material, the hours used in the work, the wage, the available team.
When are not used pointers? what still it is frequent in the public sector? the moral of the team tends to be low, or to accomodate. Nobody enxerga the result of the work. With the aid of pointers, the people start to understand its paper better, veem more clearly what they make. They get an evidence of its action. Of certain form, they start to act in function of goals, search to surpass them, they bring new ideas.
The public organizations can and must work with evaluation of results. Innovation depends on evaluation. To find the new ideas we must hear the people and this in them takes the best ones resulted. Better ideas appear, or the ideas improve. But the debate must be qualified, organized. That is, objective pointers. Debate of opinion finishes in fight. The objetividade is basic. The organizations that to know to hear tend to earn, can advance, and identify new chances. Adm. Ricardo Wagner de Managing Carvalho of the Department of Strategical Projects Amtec?
Questions as the positioning of the employee in relation to the rank of busy work, the environment, the forms of organization of the work and to the relation command/subordinated are tems that they cannot leave of being evaluated. (FIELDS, 1992) 5 POLITICS OF HUMAN RESOURCES AND ATTEMPTS TO DEFINE the QVT the complexity that involves the administrative case is requesting of the high administrators capacities to manage the human capital, in order to construct a organizacional ambincia that favors the generation of the knowledge. The knowledge is weaveeed from the interactions, possesss a social essence (Nonaka apud Biggiero, (2001). ‘ ‘ The lines of direction constitute the starting point for the planning of human resources. For its intermediary, we promote the integration of the company as organic, sistmica entity; with the functions, it looks development, maintenance, research, use of staff and with the external environment.
(AQUINO, 1980) Davis and Newstrom (1996) present a made up of 0 variable that must be observed for the movement of a system for the other most privileged one in participation terms, as illustrate the Figure below. 6MODELOS OF DIAGNOSIS OF QUALITY OF LIFE IN the WORK the importance of the motivacionais theories of Maslow and Herzberg with the pyramid of the necessities human beings and the theory of the hygienical and motivacionais factors for the study of the QVT, detaches (Fernandes 1996). Classic project of the necessities In the pyramid they are to the necessities most immediate, called primary necessities, and in the top the most sophisticated called secondary necessities. The authors focaram its attentions in the necessities human beings (physiological, security guard, social) as factors of maintenance of the motivation with consequences in the maximizao of the abilities and potential, that is, in the performance and auto-accomplishment of the individual..